Approaches to Staffing
Human Resources:
Welfare benefits - money paid by the government to people who are ill, poor, or have no job: If a parent
works, the family is not eligible for welfare benefits.
Manpower Planning - the process of getting the number of qualified employees and seek to place the
right employees in the right job at the right time, so that an organization can meet its objectives.
Zero-Hours Contract = A zero-hour contract is a type of employment contract between an employer and
an employee whereby the employer is not obliged to provide any minimum number of working hours to
the employee.
Staff as an Asset (SOFT HRM) Staff as a Cost (HARD HRM)
Concentrate on the needs of employees – their roles, Identify workforce needs of the business and recruit &
rewards, motivation etc. manage accordingly
Staff as an Asset (SOFT HRM) Staff as a Cost (HARD HRM)
Key features: Key features:
• Treats employees as the most important • Treats employees simply as a resource of the
resource in the business and a source of business.
competitive advantage • Short-term changes in employee numbers
• Strategic focus on longer-term workforce (recruitment, redundancy)
planning • Minimal communication, from the top down
• Strong and regular two-way communication • Pay – enough to recruit and retain enough
• Competitive pay structure, with suitable staff (e.g. minimum wage) and flexible
performance-related rewards and permanent contracts
contracts • Little empowerment or delegation
• Employees are empowered and encouraged • Appraisal systems focused on making
to seek delegation and take responsibility judgements (good and bad) about staff
• Adequate training • Taller organizational structures
• Flatter organizational structures • Suits autocratic leadership style
• Suits democratic leadership style
However: However:
• When all the employee benefits are added • Might expect to suffer from higher
up, cost of the workforce may leave a absenteeism and staff turnover and less
business at a competitive disadvantage. successful recruitment
Multi-skilling
Multi-skilling arises where staff are allowed to carry out a variety of tasks rather than specialize:
• Common in-service industries – e.g. retail, hotels
Multi skilling adv dis
Greater utilization (job rotation) Potential loss of production during switches
Less disruption and loss of productivity Greater costs on training
Grater motivation by having varied tasks May be reluctant to acquire new skills if there
is no increase in pay
Outsourcing
Outsourcing is a business practice in which a company hires a third-party to perform tasks, handle operations or
provide services for the company.
Dismissal Redundancy
• Employee dismissed because of break of • Employee loses job because job is no longer
Human Resources:
Welfare benefits - money paid by the government to people who are ill, poor, or have no job: If a parent
works, the family is not eligible for welfare benefits.
Manpower Planning - the process of getting the number of qualified employees and seek to place the
right employees in the right job at the right time, so that an organization can meet its objectives.
Zero-Hours Contract = A zero-hour contract is a type of employment contract between an employer and
an employee whereby the employer is not obliged to provide any minimum number of working hours to
the employee.
Staff as an Asset (SOFT HRM) Staff as a Cost (HARD HRM)
Concentrate on the needs of employees – their roles, Identify workforce needs of the business and recruit &
rewards, motivation etc. manage accordingly
Staff as an Asset (SOFT HRM) Staff as a Cost (HARD HRM)
Key features: Key features:
• Treats employees as the most important • Treats employees simply as a resource of the
resource in the business and a source of business.
competitive advantage • Short-term changes in employee numbers
• Strategic focus on longer-term workforce (recruitment, redundancy)
planning • Minimal communication, from the top down
• Strong and regular two-way communication • Pay – enough to recruit and retain enough
• Competitive pay structure, with suitable staff (e.g. minimum wage) and flexible
performance-related rewards and permanent contracts
contracts • Little empowerment or delegation
• Employees are empowered and encouraged • Appraisal systems focused on making
to seek delegation and take responsibility judgements (good and bad) about staff
• Adequate training • Taller organizational structures
• Flatter organizational structures • Suits autocratic leadership style
• Suits democratic leadership style
However: However:
• When all the employee benefits are added • Might expect to suffer from higher
up, cost of the workforce may leave a absenteeism and staff turnover and less
business at a competitive disadvantage. successful recruitment
Multi-skilling
Multi-skilling arises where staff are allowed to carry out a variety of tasks rather than specialize:
• Common in-service industries – e.g. retail, hotels
Multi skilling adv dis
Greater utilization (job rotation) Potential loss of production during switches
Less disruption and loss of productivity Greater costs on training
Grater motivation by having varied tasks May be reluctant to acquire new skills if there
is no increase in pay
Outsourcing
Outsourcing is a business practice in which a company hires a third-party to perform tasks, handle operations or
provide services for the company.
Dismissal Redundancy
• Employee dismissed because of break of • Employee loses job because job is no longer
